Jobs in North dublin
Sort by: relevance | dateMid-Market Account Executive - UK/I
What will you get to do in this Mid-Market UK/I Account Executive role? As an Account Executive at HubSpot, you will leverage both inbound and outbound selling strategies to identify and close new business opportunities. You will play a crucial role in helping clients enhance their operations and growth using the HubSpot software. CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Business Development Representative - UKI
As a Business Development Representative, your role is to seek out and engage “good fit” companies through strategic prospecting. To do this you will leverage HubSpot’s existing leads and generate new interest through calls, emails and social media messaging. When connecting with a prospect you will learn about their business challenges to determine whether HubSpot will serve as a solution. When you have identified a qualified prospect, your goal is to concisely communicate the value of HubSpot and gain interest in a deeper conversation with an Account Executive. You will have a working relationship with 2-3 Account Executives. Each day you will collaborate with the Account Executives you support and your fellow BDRs to develop innovative strategies for uncovering new opportunities. What are the responsibilities of a Business Development Representative? In this role, you will need to: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Account Executive, Corporate
We believe the world has changed. We see businesses using more kinds of software, not less, that all needs to work together. To help our customers grow better in this environment, HubSpot is evolving from an “all-in-one” suite into an “all-on-one” platform. HubSpot is a set of tools that supports a companies customer facing teams including Marketing, Sales and Service helping them to optimize each stage of the buyer’s journey and grow their business. HubSpot’s flywheel philosophy uses the momentum of happy customers to drive referrals and repeat sales for our customers. We’ve also invested in an integrations ecosystem that helps customers do more with HubSpot and creates real value for people who adopt our suite of software. We are actively hiring for a Corporate Account Executive; candidates are eligible to be office, flex or remotely located in the Republic of Ireland based on individual preference! Please check out this article for more context: The Future of Work at HubSpot: How We're Building a Hybrid Company. Your Role at HubSpot As a Corporate Account Executive at HubSpot you will be engaging directly with medium to corporate sized businesses, helping them to grow. You will use proactive and inbound selling strategies to find and close new business, and increase the customer's usage of the HubSpot platform over time. You will use your knowledge of digital transformation and change management to act as a trusted advisor and business consultant to the customer, running the sales process end to end with them What are the responsibilities of a Corporate UKI Account Executive?
Staff Product Designer, Go-to-Market AI
Join HubSpot’s Design Team The Flywheel Product Line is an org focused on helping HubSpot grow faster by using AI to dramatically improve how we serve customers and how our GTM teams work. We're doing this across three core areas: CLICK THE APPLY BUTTON TO GO TO THEIR CAREERS PAGE WHERE YOU CAN CHECK THIS JOB AND ALL OTHER OPPORTUNITIES AVAILABLE
Communications Assistant
Principal Duties The Communications Assistant supports the delivery of the GDA’s communications and stakeholder engagement activities. Working within a small, dynamic team, the role contributes to the creation of high-quality multi-media content, manages digital platforms, and assists in the planning and coordination of events and stakeholder engagement initiatives. The position offers broad exposure to both internal and external communications, with opportunities to further develop skills in content creation, digital platforms, event coordination and public engagement. The appointee will work with the Communications Team within the People and Engagement Department and will be directly reporting to the Strategic Communications Manager. Key Responsibilities • Support the implementation of the GDA Communications and Stakeholder Engagement Strategy, in line with organisational priorities. • Contribute to the development of communications plans for key projects, programmes and events across the Agency. • Assist in the planning, development and delivery of communications outputs, including written, video and graphic materials. • Maintain and update the GDA website, ensuring content is accurate, accessible and up to date. • Support the development, creation and scheduling of social media content to enhance engagement and visibility of all GDA activities and provide social media analytics and insights on an ongoing basis. • Coordinate a calendar of internal and external events and assist in their planning and delivery, including Ministerial visits, public consultations, community and cultural events, and internal engagement initiatives. • Act as a point of contact for communications-related enquiries from stakeholders, community groups, media and the general public, and support timely responses. • Proactive management of the shared communications inbox, triaging queries and tracking responses to ensure timely and accurate resolution by relevant staff. • Support internal engagement initiatives including responsibility for managing communications intranet content, ensuring all content remains current and relevant. • Assist in the preparation of reports, briefings and other materials for internal and external use. • Provide support to stakeholder engagement processes, including preparation and minute-taking for regular meetings such as the Community Liaison Committee and Consultative Group etc. • Assist in ensuring the GDA brand is correctly and consistently embedded across all internal and external materials. • Responsible for the internal coordination of weekly media coverage summaries for internal circulation and highlighting any urgent or sensitive matters. • Coordinate production of visual assets (e.g. site photography and videos), ensuring all content is appropriately licensed, credited and branded as necessary, and maintain a high-quality digital assets library. • Support and promote key programmes including Grangegorman Histories, Build to Last, Public Art and related initiatives in collaboration with the relevant GDA project lead. • Provide general administrative and operational support to the Communications and wider People and Engagement Team as required. • Represent the Agency at external events as required. • This role may require occasional work outside normal working hours, including evenings and weekends. • Other relevant duties as may be required. The functions and responsibilities assigned to this position are based on the current stated role and may be changed from time to time. The person appointed requires the flexibility to fulfil other roles and responsibilities at a similar level within the GDA. Candidate Requirements Qualifications and Essential Requirements • A third-level qualification (NFQ Level 7 or above) in Communications, Media, Journalism, Public Relations, Marketing, Digital Media or a related discipline or equivalent relevant experience. • 2 years’ experience in a Communications Assistant or related role. • Practical experience supporting communications activities across multiple channels (e.g. website, newsletters, social media, internal communications). • Strong written communication skills, with experience drafting, editing and proofreading clear, accurate and audience-appropriate content. • Experience using social media platforms in a professional or organisational context. • Experience updating and maintaining website content using a content management system (CMS). • Strong organisational skills, with the ability to manage competing priorities and meet deadlines. • Demonstrated attention to detail and commitment to quality and accuracy. • Ability to communicate professionally and effectively with colleagues, stakeholders and members of the public. • Ability to exercise sound judgement, identify issues and escalate matters appropriately. • Strong teamwork skills, with the ability to work collaboratively in a small, fast-paced environment. • Demonstrated commitment to public service values, including integrity, accountability and respect. Desirable Requirements • Experience with desktop publishing tools (Adobe Creative Suite/Canva). • Experience supporting events, stakeholder engagement initiatives or public consultations. • Familiarity with basic analytics tools (e.g. social media management tools, reporting, insights, Google Analytics). • Photography or video capture/editing experience. • Experience supporting internal communications activities, including newsletters or intranet content. • Experience drafting or supporting press releases and media materials. • Experience recording meeting minutes and supporting formal committees or stakeholder groups. • Experience monitoring media coverage and preparing media or communications summaries. • Experience working in the public sector, not-for-profit or community-focused organisations. Please also refer to the Executive Officer Competencies in Appendix 1 of this booklet. Eligibility to Compete and Certain Restrictions on Eligibility Eligible Candidates Must Be: • A citizen of the European Economic Area. The EEA (European Economic Area) consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or • A citizen of the United Kingdom (UK); or • A citizen of Switzerland pursuant to the agreement between the EU (European Union) and Switzerland on the free movement of persons; or • A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a Stamp 4 visa; or • A person awarded international protection under the International Protection Act 2015, or any family member entitled to remain in the State because of family reunification and has a Stamp 4 visa; or • A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or Switzerland and has a Stamp 4 visa. To qualify, candidates must meet one of the citizenship criteria above by the date of any job offer. Candidates who are not citizens of the aforementioned countries must have the necessary permissions to work in Ireland. Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011) for a period of 2 years from termination of employment. People who availed of this scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility) and the Minister’s consent will have to be secured prior to employment by any Public Service body. Incentivised Scheme for Early Retirement (ISER) It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees under that Scheme are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position. Department of Education and Skills Early Retirement Scheme for Teachers Circular It is a condition of the Early Retirement Scheme that, with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be considered in the calculation of the pension payment). Department of Health and Children Circular (7/2010) The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of either of these schemes are not eligible to compete in this competition. Department of Environment, Community & Local Government The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body [as defined by the Financial Emergency Measures in the Public Interest Acts 2009–2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012] for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor). Declaration Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment. It is the responsibility of former public or civil servant candidates to ensure their eligibility to apply. Potential candidates who participated in a voluntary severance/redundancy or early retirement programs, received a redundancy payment or are in receipt of a public sector pension, should familiarise themselves with their individual conditions pertaining to public sector re-employment and declare same if applying. Salary Entry will be at the minimum of the scale and increments may be awarded subject to satisfactory performance and to changes in the terms and conditions relating to salary increments in the Civil/Public Service generally. The rate of remuneration may be adjusted from time to time in line with Government pay policy. PPC (Personal Pension Contribution) Scale (For officers who are existing civil or public servants appointed on or after 6 April 1995 or who are new entrants to the civil or public service and who are making a compulsory personal pension contribution.) Executive Officer Standard Scale – PPC €38,419 – €40,360 – €41,456 – €43,594 – €45,510 – €47,364 – €49,211 – €51,024 – €52,890 – €54,749 – €56,722 – €58,044 – €59,928 LSI1 – €62,601 LSI2 A different rate will apply where the appointee is a civil or public servant recruited before 6th April 1995 and who is not required to make a Personal Pension Contribution. Other pay and conditions may apply if, immediately prior to appointment, the appointee is a serving civil or public servant. Important Note Entry will be at the minimum of the scale and the rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if you are a currently serving civil or public servant. Subject to satisfactory performance, increments may be payable in line with current Government policy. Successful candidates will agree to repay any overpayment of salary, allowances or expenses in accordance with Circular 07/2018: Recovery of Salary, Allowances and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners. Annual Leave The annual leave allowance for the position of Executive Officer is 23 days. This allowance is subject to the usual conditions regarding the granting of annual leave in the Civil or Public Service, is based on a five-day week and is exclusive of the usual public holidays. Hours of Attendance Hours of attendance will be fixed from time to time but will amount to not less than 35 hours net per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of their duties, subject to the limits set down in the working time regulations. The rate of remuneration payable covers any extra attendance liability that may arise from time to time.
People & Culture Manager
The Role of People & Culture Manager Reporting to: Head of People & Culture This is a permanent vacancy based in our offices in Dublin 2. The Housing Agency operates a Blended Working Policy. Working closely with the Head of People & Culture, the People & Culture Manager will lead out on the delivery of People services for The Housing Agency, providing expert advice on employee relations and people governance, strengthening organisational capability through learning and performance, and leading systems modernisation (including HRIS) to support high-quality, data-driven workforce planning and decision-making. Key Accountabilities The postholder will be accountable for: • Delivering the Agency’s People strategy. • Providing timely, high-quality support across the employee lifecycle, with clear service standards and controls. • Leading complex employee relations matters to fair, well-documented resolution. • Maintaining robust governance, compliance and audit readiness (including GDPR-aligned record management). • Leading systems and reporting improvements, including the introduction and implementation of a HRIS, and strengthening HR metrics and dashboards. • Managing the People & Culture resources (team, budget and suppliers) to deliver value for money and measurable outcomes. Duties & Responsibilities The postholder will work with the Head of People & Culture to implement and support the delivery of HR activities across the following areas: Strategy, Leadership & Organisational Development • Implement the Housing Agency’s People Strategy, ensuring alignment with organisational objectives, workforce requirements and public sector best practice. • Support the development and maintenance of a workforce planning framework, including forecasting, succession planning and talent management. • Support the annual strategic and business planning cycle through plans, workforce metrics and resourcing recommendations. End-to-End HR Operations & Service Delivery • Deliver People & Culture activities across workforce planning, recruitment and selection, onboarding, employment contracts, attendance management, employee lifecycle processes, record management and statutory returns. • Ensure People service delivery is consistent, responsive and customer-focused, supported by clear processes, templates and controls. • Maintain accurate and timely documentation, employee files and data integrity in line with GDPR and organisational requirements. Policy, Governance & Compliance • Ensure policies, procedures and guidance are up to date, compliant and effectively implemented. • Communicate policies and procedures clearly and support consistent application across the Agency. • Support compliance monitoring, internal controls, audit readiness, internal/external reviews and information requests. • Maintain a People & Culture risk and issues log and provide updates on employment risks and mitigation actions. Employee Relations & Specialist Advisory • Provide advice and support to staff, line managers and senior managers on performance, conduct, capability, grievance/disciplinary processes, probation, dignity at work and absence management. • Support the management of sensitive employee relations cases, ensuring fair procedures, appropriate documentation, consistent decision-making and timely resolution. • Support constructive engagement with employee representatives and promote positive employee relations. Performance Management & Organisational Culture • Further develop, strengthen and embed a robust Performance Management System. • Coach and advise managers on setting objectives, giving feedback, addressing underperformance and implementing structured performance improvement approaches. • Support initiatives that strengthen organisational culture, staff engagement, inclusion and leadership capability. Learning, Development & Capability Building • Conduct staff training needs analysis aligned to corporate priorities and role requirements. • Support management of the learning and development budget, ensuring value for money, measurable outcomes and appropriate procurement/financial controls. • Design, procure and coordinate internal and external learning interventions, including management development, and evaluate training effectiveness and impact. HR Systems, Digitalisation & HRIS Implementation • Support the introduction and implementation of a HR Information System, including testing, data migration, training and user adoption. • Ensure systems support efficient processes, strong data quality, secure record management and improved management information. • Develop reporting dashboards and metrics to support evidence-based decision-making, including headcount, turnover, absence trends, recruitment timelines and training investment. Reporting, Management Information & People & Culture Returns • Prepare accurate and timely reports, ensuring data is validated, trends are analysed and insights are clearly communicated to relevant stakeholders. • Oversee returns and organisational reporting inputs, including contributions to corporate performance reporting, annual reporting and other management information requests. Procurement, Contract Management & External Providers • Support HR-related procurement and provide advice/input on the selection of external providers, including training providers, occupational health, HRIS vendors and recruitment supports. • Manage contracts and service levels for suppliers where assigned, ensuring quality delivery, procurement compliance and budget oversight. People Management & Team Leadership • Supervise staff assigned to the People & Culture function, including work planning, mentoring, performance management and capability development. • Allocate resources effectively to ensure priorities are delivered and operational requirements are met. • Foster a high-performing team environment that supports collaboration, continuous improvement and high-quality customer service. Other Duties • Undertake any other duties as directed from time to time, appropriate to the grade and function. Essential Requirements Applicants must demonstrate, by the closing date, that they meet the following: • A recognised third-level qualification (to at least Level 7 on the National Qualifications Framework) in a relevant discipline and a minimum of five years’ experience in a supervisory position. • Demonstrable experience delivering a broad People & Culture service in a complex organisation. • Demonstrable experience providing advice on employee relations matters and applying fair procedures with strong documentation and attention to detail. • Strong analytical and reporting capability, including the use of People metrics to support planning and decision-making. • Strong communication and stakeholder management skills, including the ability to influence and advise managers at all levels. • High standards of confidentiality and compliance, including GDPR-aligned handling of records. Desirable • Working knowledge of payroll and superannuation/pension administration. • HRIS/HR systems implementation or significant HR systems improvement experience. • Working knowledge of public sector governance and procurement. Competencies Candidates will be assessed against the following competencies: Management & Delivery of Results • Plans and prioritises work to deliver multiple outputs on time and to a high standard. • Drives continuous improvement and follows through on commitments. • Applies appropriate controls and maintains accurate records. Analysis & Decision Making • Gathers and evaluates information from relevant sources, identifies trends, and makes balanced recommendations. • Applies judgement in sensitive/complex cases and documents decisions clearly. Team Leadership • Leads by example, supports development, and manages performance constructively. • Builds a positive team culture and enables collaboration across the organisation. Interpersonal & Communication Skills • Builds and maintains effective relationships with internal and external stakeholders. • Communicates clearly in writing and verbally, including preparing reports/briefings. Specialist Knowledge (Governance / Digital) • Demonstrates strong People & Culture practice knowledge including employment law fundamentals and policy implementation. • Demonstrates working knowledge/understanding of IT systems including Microsoft Office packages; ability to use data for reporting and insights. Salary Scale – Administrative Officer LA Scales €60,611 - €62,095 - €63,826 - €65,563 - €67,300 - €68,852 - €70,442 - €71,982 - €73,518 LSI1 €76,149 LSI2 €78,795 New entrants will be appointed on the first point of the scale in line with government policy. Different terms and conditions may apply if immediately before appointment you are a currently serving civil/public servant. Eligibility to Compete Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. To qualify, candidates must be citizens of the EEA by the date of any job offer. Eligible candidates must be: a) A citizen of the European Economic Area. The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or b) A citizen of the United Kingdom (UK); or c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or d) A non-EEA citizen who is a spouse or child of an EEA or Swiss citizen and has a Stamp 4 visa; or e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a Stamp 4 visa; or f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or Switzerland and has a Stamp 4 visa.
Executive Assistant (CEO’S Office)
Particulars of Office Appointment The appointment is whole-time and in a permanent and pensionable capacity. Salary Remuneration is in accordance with the salary scale approved by the Department of Health and Children Current scale. Superannuation The terms of the Voluntary Hospitals Superannuation Scheme and the Voluntary Hospitals Spouses and Children’s Scheme will apply to the position and superannuation contributions at the appropriate rate will be payable in accordance with the provisions of the scheme. Duties The incumbent will perform such duties as are assigned from time to time and as are outlined in the attached Job Description. Hours of Work The whole time standard weekly working hours for this grade are 39 hours per week, usually discharged between the hours of 8.00am and 8.00pm on a Monday to Saturday basis, as appropriate to the particular service. The appointee may be required to attend at such other times as are required for the proper discharge of duties including attendance outside normal working hours. Probation The successful candidate will be appointed initially for a probationary period of 6 months. During the probationary period, progress or otherwise will be monitored and at the end of the period, the service will be: a) certified as satisfactory and confirmed in writing; b) in certain circumstances this period may be extended and in such case you will be advised in writing of this and the duration of the extension. Retirement No age restrictions shall apply to a candidate except where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004). In this case the candidate must be under 65 years of age on the 1st day of the month in which the latest date for receiving completed application forms for the office occur. Continued employment is conditional upon capacity and conduct of the employee. Annual Leave The annual leave entitlement for the post, based on the standard hours of attendance, is 23 working days per year for completed year of service. Sick Leave Payment of salary during illness will be in accordance with arrangements as approved from time to time by the Department of Health and Children. Termination of Office The employment may be terminated at any time by four weeks notice on either side except where circumstances are dictated by the Minimum Notice and Terms of Employment Act 1973/77. The Management’s right under this paragraph shall not be exercised save in circumstances where the Management is of the opinion that the holder of the office has failed to perform satisfactorily the duties of the post or has misconducted himself/herself in relation to the post or is otherwise unfit to hold the appointment. Garda Vetting Checks Arrangements have been introduced, on a national level, for the provision of Garda Vetting Checks in respect of candidates for employment in areas of the Health Service, where it is envisaged that potential employees would have substantial access to children or vulnerable adults in the course of their duties. Garda vetting is done for the protection of these groups and the National Rehabilitation Hospital reserves the right to revett employees at any future point, as deemed appropriate by Hospital Management. Confidentiality In the course of your employment, you may have access to or hear information concerning the medical or personal affairs of patients and/or staff, or other health services business. Such records and information are strictly confidential and unless acting on the instructions of an authorised officer, on no account must information concerning staff, patients or other health service business be divulged or discussed except in the performance of normal duty. In addition, records must never be left in such a manner that unauthorised person can obtain access to them and must be kept in safe custody when no longer required. Hygiene During the course of employment staff are required to ensure that the hospital’s hygiene and infection control policies are adhered to at all times. All employees have responsibility to prevent transmission of infection by adhering to and implementing optimal hand hygiene and adhering to the Hospital’s Hygiene processes. Hygiene is a fundamental component of the National Rehabilitation Hospital’s quality system to ensure the safety and well being of its patients and staff and plays a role in the prevention and control of healthcare associated infection. Policies / Legislation All Hospital policies and procedures form an integral part an employment contract and may be subject to update and revision, from time to time, in consultation with union representatives as appropriate. Employees are required to comply with all hospital policies, procedures (e.g. Dignity at Work, Trust in Care, Computer Usage Policy) and the Hospital’s ethical codes of practice. Employees are required to abide by the hospital’s code of behaviour and the code of practice as defined by their relevant professional body. Disability Census As part of the NRH’s commitment to supporting the employment of people with disabilities and to comply with the requirements of the Disability Act 2005, all staff are required to inform the Director of Human Resources Ms. Olive Keenan, of any personal disabilities. This information is only requested in the event that appropriate arrangements must be put in place during the course of one’s employment and will be stored in compliance with Data Protection legalisation. HR Department Privacy / GDPR Policy In order to carry out its administrative functions the Human Resource Department in the National Rehabilitation Hospital collects and processes personal data relating to individuals, which includes the job applicants and staff of the Hospital. The Human Resources Department takes the confidentiality of all personal data seriously and consequently takes all necessary steps to comply with data protection legislation including the GDPR. The Human Resource Department collects personal data only in order to meet specific lawful purposes, and will retain that data only for so long as necessary. We also ensure that all reasonable technical and organisational security measures are in place to safeguard personal data. Ordinarily, the Human Resource Department will not pass personal data to any third party except where required by law, or under statutory obligations, or to fulfil a contract of employment or for other legitimate purposes as balanced against the rights and interests of the Data Subject. If you have any concerns about how your personal data is processed, you may contact our Data Protection Officer (dpo@nrh.ie). Please refer to the National Rehabilitation Hospital Human Resources Privacy Policy Document for more information. The Policy Document is available on request from the Human Resources Department. Qualifications The candidate must, on the latest date for receiving completed application forms for the office, have: • Experience of Waste Management • An understanding of waste movement and transfer through the hospital. • An understanding of Portering activity. • A current, clean driving licence and have experience in driving a tractor and trailer. • An interest in gardening. • Excellent interpersonal and communications skills. • An ability to work as part of a busy team. • A patient focused approach to work. Health Candidates or any person holding the office must be free from any medical condition which would render them unsuitable to hold the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. For the purposes of satisfying the requirements as to health, it will be necessary for each successful candidate before he/she is appointed to undergo a medical examination by a qualified medical practitioner to be nominated by the Chief Executive or designated officer. Any irregularities reported as a result of this examination which render the incumbent unsuitable for the post must be remedied / addressed before appointment. Health Promotion – The Hospital is committed to promoting healthy lifestyles for both patients and staff. Staff are expected to participate in initiatives to support better health and well-being in line with the Hospital objectives. Character Candidates for and any person holding the office must be of good character. Overview of the Role The General Operative will be accountable for ensuring the efficient day to day administration of the general operative function. He/She will be expected to ensure that deadlines are met. He/She will need to ensure that accurate attention is paid to detail and consistent adherence to policies and procedures. He/she will be expected to co-operate and work in harmony with other teams and disciplines in the hospital. He/She will be expected to treat service users with dignity and respect. ACCOUNTABLILITY, DUTIES AND RESPONSIBILITIES General Accountability The person chosen will: ▪ Maintain throughout the Hospital awareness of the primacy of the patient in relation to all Hospital activities. ▪ Promote open communications throughout the Hospital. ▪ Demonstrate behaviour consistent with the Values of the Hospital. ▪ Aim to provide the highest standard of waste management, hygiene and general grounds maintenance that is consistent with hospital policy. ▪ Comply with health and safety, environmental and associated legislation. ▪ Report to the Technical Services Manager or Deputy. Specific Accountability • Report to and be accountable to the Technical Services Manager in all matters relating to the General Operative’s Function. • Provide advice to managers in relation to maintenance issues. OUTLINE OF DUTIES AND RESPONSIBILITIES 1.1 To perform such duties as may be assigned by the Technical Services Manager or his/her deputy. 1.2 To perform the duties of General Operative on any hospital department or at such other locations as may be required by the Hospital. 1.3 To co-operate and promote the hospital recycling programme. 1.4 To maintain the pathways, car-parks and any link roads within the grounds as required. 1.5 To maintain a satisfactory standard of work. 1.6 To report to immediate superior on any irregularities that might adversely affect the performance of assigned duties. 1.7 To be willing to report to the hospital outside of normal hours for emergency duty. 1.8 To report promptly for duty. 1.9 To perform services on an overtime basis within reasonable limits as may be required from time to time. 1.10 The appointee may absent himself/herself from work only on having obtained prior permission from the Technical Services Manager. 1.11 To perform any other duties appropriate to the post as may be assigned from time to time. 1.12 Take precautions against fire, accidents, incidents and report to the appropriate person. 1.13 Report all incidents and near-misses. Co-operate with any accident investigation carried out in the hospital. 1.14 Carry pager and two-way radio as required. 1.15 Provide relief holiday as required. 1.16 Assist with relocation of offices/departments. 1.17 Responsible for cleaning and maintenance of flat roofs. 1.18 The post holder may, at various times, also be asked to complete tasks across the other departments within the Estates directorate, including (but not limited to) portering, car parking, front of house, catering, or general support. ADMINISTRATIVE RESPONSIBILITIES 2.1 To co-operate with the hospital sign-in/clock-in procedures. 2.2 To maintain such records and systems as may be required from time to time, and ensure that all documentation within the department is completed satisfactorily and efficiently. 2.2 Participate in and promote good communications practices within the plumbing service including developing health working relationships with the members of the team. HEALTH AND SAFETY 3.1 To ensure that effective safety procedures are in place to comply not only with the Health, Safety and Welfare at Work Act 2005 but also within the spirit of the Hospital’s mission, vision and values and other associated legislation. 3.2 To co-operate and follow all safety procedures. You are obliged to use any personnel protective equipment issued to you and to wear any other protective safety gear considered appropriate by your Supervisor.
Administrator
Background Enterprise Ireland’s remit is to accelerate the development of world class Irish companies to achieve leading positions in global markets. Our clients, employing over 230,000 people across Ireland, make a significant contribution to the Irish economy. Our 2025-2029 strategy focuses on supporting Irish business to accelerate sustainably and increase their contribution to economic growth. The environment in which we and Irish businesses operate is constantly changing and Enterprise Ireland must be resilient and proactive in managing these risks and opportunities. Role Purpose The successful candidate will have responsibility for a broad range of administrative activities within the Pensions Unit. This includes conducting research and providing accurate, timely information to retirees and former staff who are entitled to a preserved benefit pension. The role also requires regular communication and engagement with retirees, bereaved family members and all relevant stakeholders. The post holder will work as part of a small team to deliver an efficient, high-quality administrative service to current retirees, as well as former staff of the legacy Agencies regarding preserved benefit pension entitlements. Key Deliverables • Provide accurate and timely information to retirees, staff with preserved benefit entitlements under former legacy Superannuation Schemes, and bereaved families regarding their pension rights and payments. • Accurately calculate pension benefits in accordance with the relevant pension scheme regulations. • Liaise effectively with key stakeholders, including the HR, Pension and Payroll teams of EI, IDA Ireland, SFI, Shannon Commercial Properties, Mercer, Department of Enterprise, Tourism and Employment (DETE), and other external parties, on all pension-related matters. • Manage sensitive stakeholder interactions, exercising sound judgement and escalating cases appropriately when required. • Maintain accurate and confidential records for retirees on the CORE system, including personal information and payroll details. • Assist in monitoring and managing the Pensions Unit mailbox, ensuring queries are addressed promptly and professionally. • Conduct research on current and historical pension matters to support decision-making and case resolution. • Contribute to the review and updating of pension scales, processes, and procedures, ensuring ongoing compliance and good practice. • Support the implementation of the Service Level Agreement between Enterprise Ireland and the Department of Enterprise, Tourism and Employment on behalf of the Minister in respect of the relevant superannuation schemes. • Provide general administrative support to the pension function and assist team members as required. Functional Competencies (Key Skills & Knowledge) • Proven ability to handle and process confidential, sensitive and time-critical data with a high-level of numeracy, accuracy and attention to detail is essential. • Strong IT literacy, including proficiency in MS Word and Excel, and the ability to learn new technologies and Enterprise Ireland’s systems is essential. • Experience in managing and prioritising tasks to meet deadlines in a busy administrative environment is essential. • Excellent communication skills, both oral and written, enabling clear and effective engagement with colleagues and stakeholders is essential. • High standards of accuracy, risk awareness and sound judgement, particularly when working independently to resolve issues. • Robust analytical and problem-solving skills, especially in interpreting complex information. • Strong interpersonal skills, with a co-operative, flexible attitude and the ability to contribute positively within a team. • Ability to gather, interpret and present information clearly, methodically and professionally. • Clear understanding of confidentiality requirements, particularly when dealing with sensitive personal information. • Demonstrated ability to absorb new information and a willingness to undertake training and ongoing professional development. • Experience working in HR, pensions or financial administration is desirable. • Knowledge or understanding of pension legislation and its practical application is an advantage. Enterprise Ireland Behavioral Competencies Results Focused The ability to be outcome and results focused with regard to business priorities and organisational goals, monitoring progress and adjusting approach ensuring delivery against the appropriate timescales. Innovation and Risk-Taking Actively encourages new ideas, experimentation and measured risk-taking, while always being on the lookout for opportunities to continuously improve business processes and efficiencies within Enterprise Ireland and client organisations. Problem Solving and Decision-Making The ability to be decisive and take tough decisions about clients, people and costs to deliver sustainable results, using the analysis of information and situations to make logical and sound decisions. Client Focused The ability to provide an excellent client service focusing on client needs and building and maintaining effective personal and business relationships to advance clients’ objectives and EI strategy. Communicating with Impact to Influence Others Communicates in a manner that will persuade, convince, and influence their own staff and others, both internally and externally, in order to motivate, inspire or encourage them to follow a particular course of action. Teamworking Co-operates with colleagues, shares information and respects the opinions and values of staff members. Understands the skills, experience and knowledge of staff members and maximises how these can be utilised to the benefit of the department, the organisation and the client. Embracing & Leading Change Understands the business agenda of Enterprise Ireland and embraces changes for area of responsibility and for external and internal clients. Acting / Leading with Integrity Communicates the Enterprise Ireland purpose, values and approach, acting genuinely and with integrity, in a manner that builds trust and engages and motivates others. Networking Establishes and maintains mutually beneficial relationships with colleagues and other networks for the purpose of sharing information. Developing Yourself & Others Creates an environment that enables you and others to excel in terms of job performance. Salary Scale €32,045 to €58,599 per annum contributory superannuation Rising to €60,510 & €62,435 by long service increments. €30,753 to €55,819 per annum non-contributory superannuation Rising to €57,618 & €59,424 by long service increments. Candidates should note that entry will be at the minimum of the relevant scale and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Subject to satisfactory performance, increments may be payable in line with current Government Policy. ** Point of entry on this salary scale may differ from the minimum point of the scale if the successful candidate is a current public or civil servant. **
Staff Psychologist
Staff Grade Psychologist Full time, Permanent – 35 hours per week and Part-time roles Based in CRC Lead Agency Children’s Disability Network Teams The CRC Children’s Disability Network Teams (CDNT) will be providing intervention to children from the age of 0-18 years, presenting with complex developmental needs requiring inter-disciplinary intervention . Our services are based upon a Family Centered Practice Model in line with the Progressing Disability Services. This is an exciting opportunity to work as part of a dynamic team. We currently have vacancies on our CRC Children’s Disability Network Teams, across all our Dublin locations. CDNT Balbriggan; CDNT Clondalkin; CDNT Clontarf and CDNT Swords. During 2024 the CRC has embarked on a programme of organistional transformation. Partnering with the Virginia Mason Institute world leaders in supporting healthcare organisations through continuous improvement and transformational change. We would love to hear from you if you are excited about the chance to become part of our forward-thinking children's teams and contribute to implementing lean healthcare practices. The successful candidate will have the following essential requirements: · A University Degree or Diploma obtained with first or second class honours in which Psychology was taken as a major subject and honours obtained in that subject. · A recognised postgraduate qualification in Clinical or Educational Psychology · One year’s post-qualification experience working with children with disabilities · Experience of completing standardised cognitive assessment with children. · Excellent report writing skills · Excellent communication, initiative and time management skills · Flexibility and teamwork skills which are key to this role Desirable requirements: · Experience working with children with Autism Spectrum Disorder · Experience of working with children with physical disabilities · Experience of working with children with intellectual disabilities · Experience completing Assessment of Need · Full driver’s license and access to car It must be clearly demonstrated in your CV and supporting statement how you meet the required skills, competencies and knowledge for the post. Department of Health Salary Scale apply, Psychologist (€62,596 - €107,162). Please apply through the ' Apply Now' button. Please specify the CDNT team/s you wish to join. Informal enquires to hr@crc.ie, please specify the CDNT team you are enquiring about. A panel may be created from this campaign from which current and future permanent, specified purpose, whole-time and part-time posts for CRC Children’s Disability Services will be filled. Data Protection: Please refer to crc_job_application_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. This role is subject to HSE Approval. We reserve the right to close this competition early if we receive a very high volume of applications. #CRA
Staff Occupational Therapist
Staff Grade Occupational Therapist Roles - New Graduates Awaiting CORU are welcome to apply. Full time, Permanent – 35 hours per week and Part-time roles We currently have vacancies on our CRC Children’s Disability Network Teams, across our Dublin locations. CDNT Balbriggan; CDNT Clondalkin; CDNT Clontarf; and CDNT Swords. The CRC Children’s Disability Network Teams (CDNT) will be providing intervention to children from the age of 0-18 years, presenting with complex developmental needs requiring inter-disciplinary intervention . Our services are based upon a Family Centered Practice Model in line with the Progressing Disability Services. This is an exciting opportunity to work as part of one of our dynamic teams. During 2024 the CRC has embarked on a programme of organistional transformation. Partnering with the Virginia Mason Institute world leaders in supporting healthcare organisations through continuous improvement and transformational change. We would love to hear from you if you are excited about the chance to become part of our forward-thinking children's teams and contribute to implementing lean healthcare practices. The successful candidate will have the following essential requirements: It must be clearly demonstrated in your CV and supporting statement how you meet the required skills, competencies and knowledge for the post. Department of Health Salary Scale apply, Staff Grade Occupational Therapist (€45,063 - €64,424). Please apply through Rezoomo. Please specify the CDNT team/s you wish to join. Informal enquires to hr@crc.ie, please specify the CDNT team you are enquiring about. A panel will be created from this campaign from which current and future permanent, specified purpose, whole-time and part-time posts for CRC Children’s Disability Services will be filled. Data Protection: Please refer to crc_job_application_privacy_notice.pdf to learn more about how we handle your personal data and the rights that you have during the recruitment cycle. This role is subject to HSE Approval. We reserve the right to close this competition early if we receive a very high volume of applications. #CR
